What do about supervisor who is routinely (very) late in responding?

[Anonymous]

I manage grants and often need my supervisor to either outright approve grantee requests or send them to the next level for official approval. The problem is my supervisor is late in responding or taking action, which gets me into trouble (our productivity is tracked and if management sees one of my grantee's requests still unapproved, I get in "trouble" even though I've done my part). I send her reminders, but still nothing. Today one of my grantees reminded me that they have a request to modify their budget still awaiting approval; I sent it to my boss on 8/6 and reminded her previously.

Is there anything I can do? Obviously her tardiness hurts me but more importantly, it hurts my grantees.

[Anonymous]

Make sure you email everything to her so that you have proof.
I would then follow up with a voicemail and email reminder, periodically.
This is tough. I don't know what to say really.

[Anonymous]

Are you sure the method of notification works with your supervisor? I had a supervisor who hated "new technology" and would respond to emails but never noticed auto notifications from one of our programs. She also had a lot go into her spam folder automatically that she never reviewed. Finally had to go back to post it notes on her keyboard to look at the notifications. Have you asked her if there is a better method for informing her?

[Anonymous]

Send a weekly report of any activities for her that are outstanding.

[Anonymous]

How about you let the grantees know that it is pending your supervisor's approval, that way you don't get blamed for her tardiness?

[Anonymous]

Anonymous wrote:Send a weekly report of any activities for her that are outstanding.

OP here. I wish I could but I'm her underling and would probably get slapped with insubordination!

It's just difficult because I'm not her boss; she's mine, so it's inappropriate of me to micromanage her, which is what is needed!

[Anonymous]

Maybe send her a copy via email but also out a printed copy on her desk?

[Anonymous]

How annoying!
Can you explain your problem to the "management" tracking your productivity?

[Anonymous]

Raise the issue with your boss, but you have to present the problem as if you are the one that isn't doing what you are suppose to be doing and then propose a solution to solve "your" problem and get the boss' buy-in. It will take some thinking on your part, but sometime along the lines of - I want to make sure I give you info in a way that makes it easiest for you to access/review/digest/whatever it. Maybe propose a weekly meeting to go over outstanding items so that you can make sure you don't let anything fall between the cracks? Or tell the boss you came up and are implementing a new way to keep yourself (but really her) organized through a list and present it to her with timelines for her action items. But, it has to presented as your problem and your solution, with her buy in.

[Anonymous]

You have to spend 50% of your time actually working and the other 50% documenting so you can cover your ass. Don't feel bad if you spend half your time covering your ass! You have no choice. I know you want to just do the right thing, but be damned if you do and damned if you don't. Now get to documenting.

[Anonymous]

Anonymous wrote:How annoying!
Can you explain your problem to the "management" tracking your productivity?

+1000

[Anonymous]

Pp again -- And if your grantee complains, say there is a bottleneck you are dealing with. You have done all you can. Don't take on the stress of your grantee! You are not martyr.

[Anonymous]

One person's inappropriate micromanagement is another person's "managing up."

You need to figure out when and how to catch her at a good time. If email doesn't work, phone might work better. If not phone, then in person. You might need to print extra copies and catching her at her desk at a certain time of day or day of week when she is more likely to look at them. Some people would want a summary list, other people would want them to roll in separately.

(You don't say how long it would take your supervisor to review each grant request before signing off.)

[Anonymous]

Anonymous wrote:One person's inappropriate micromanagement is another person's "managing up."

You need to figure out when and how to catch her at a good time. If email doesn't work, phone might work better. If not phone, then in person. You might need to print extra copies and catching her at her desk at a certain time of day or day of week when she is more likely to look at them. Some people would want a summary list, other people would want them to roll in separately.

(You don't say how long it would take your supervisor to review each grant request before signing off.)

This! This is totally a question of "managing up." At various points with various supervisors/colleagues, I would email reminders, drop hard copies on their chairs, phone calls, stalk them in person, or send summary emails of "pending" items. You just have to figure out what works for them.

[Anonymous]

Sounds like a bull shit job, enjoy the ride